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Business Management coaching Leadership Development Recruiting

Update your recruiting practices to attract the talent you need for your business

As someone who works extensively with small, medium-sized, and growing businesses, I can assure you that the difficulty you may be experiencing hiring great people for your business is real! There continues to be what feels like a huge disconnect between companies who want to hire, and people who want to work. Everyone is frustrated! Today, I’m speaking to the hire-ers (although job searches will do well to pay attention!).

If you’ve been in business for any length of time, you probably have some assumptions about the hiring process, based on what has always worked. It goes something like, create a job description, assign a pay range, create a job post based on the job description, post it on the job board most appropriate to the level of job, sift through a bunch of resumes, interview the most likely of candidates, hire someone. You’re probably used to this taking anywhere from three to twelve weeks, and it probably ranks on the bottom ten things you like to do, including firing people.

If you’re like many business owners, you probably ALSO have noticed that the above system is not working as well lately. Maybe you’re getting a lot more unqualified people than you used to, or maybe you’re not getting anyone at all responding. Maybe you counter this with sponsoring jobs, paying more money for candidates, or reaching out to professional recruiting firms, which are expensive but hopefully THEY will have more luck than you.

Any of this sounding familiar?

Sanity check: If you’re experiencing any of the above…it’s not just you! This is what the majority of businesses I’m working with report, and it’s tough. I’ve noticed that most of the older way of doing things just aren’t reaping the results we’re used to, and I’ve seen some success with just a few changes. I’d like to share some of the things that have increased the effectiveness of the companies I work with.

Figure out who you are

Why would someone want to come work for you? Usually when companies are recruiting, they want to start with the candidate, but recruiting is marketing, and so it’s crucial to start with the features, advantages, and benefits of YOU. Every company I’ve ever worked with has said about itself that they value their employees, their customers, that they’re honest, and that they have fun, so let’s go beyond that. What’s it really like to work for you? What is quirky, special, or different about you? Do you hire people without much experience and give them sought-after training? Do you pay above market range? Do you have a fun or interesting product? Do you make a unique impact on your community? Spending time fleshing out the ‘why’ someone would want to work for you is the most important thing you can do in your recruiting.

Figure out who your ideal employee is

I’m NOT talking about demographics. In fact, the more diverse you can be in hiring your employees, the better you’ll be for it (assuming you have team-building skills and can cast a vision well enough to unite people from disparate backgrounds). Does your ideal employee love a challenge? Think outside the box? Excel in structure or regulated environments? Love communicating freely throughout the day? Prefer to accomplish work in relative solitude? Do NOT develop your ideal employee profile based on what others think it should be. You and your business are unique, so just because Big Company A has free food and a games room does not mean this would work for you or appeal to your ideal employees.

Be exclusive (sniper vs net-casting)

I’ve written about this before, but the recruiting game has changed, and I don’t think it serves you well to ‘cast a net’ to gather in a large number of applicants to sift through. Instead, spend some time figuring out the profile of the best possible candidate for your business and market directly to that person. To attract your ideal candidate, you should write a marketing piece that clearly defines the benefits of working for you, and clearly establishes the ideal profile.

Market accordingly

There is still something to be said for job boards. I’ve hired from them, as have many of the companies I work with. If you do market your position on a job board, make sure you’ve done the work above. I also think it’s worthwhile to ask your employees for referrals. It’s also a good barometer for you…if no one wants to refer their friends to work for you, maybe ask why. I hope it goes without saying, but don’t hire the friends of the bad employees. On that note, why do you have bad employees, anyway? Depending on your company, network events, social media, and schools may be excellent hunting grounds.

I’m not here today to make a case for or against recruiting agencies. If they’re a tool in your toolbox, I trust you know how to use them effectively. There are some amazing recruiters out there, and some horrible ones. If you’re going this route, talk to your recruiter to get a sense of whether you will work well with them and whether they ‘get’ you.

Hopefully this helps you think about hiring a bit differently, and points you in the right direction to building your dream team for growth and profitability. If you have any questions, or are interested in a pdf outlining recruiting best practices for small businesses, please feel free to email me at carrie@todaysleadershipsolutions.com. You can also visit us on Twitter and Facebook.

Carrie Maldonado is the founder of Today’s Leadership Solutions, a Seattle-based mentoring and training company committed to equipping managers to overcome the typical tactical, strategic, and personal development challenges facing managers in growing companies. Will a full suite of mentoring, coaching, training, and on-call support available for managers and leaders, we’ve got you covered! For more information, visit our site or contact us for more information about how we help leaders and managers grow.

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Business Management Organizational Behavior Management organizational development Recruiting Uncategorized

How smaller companies can gain a true advantage over their larger competitors

I’ve said it before and I’ll say it again that there has never been a better time to be a smaller and growing business. There have been numerous shifts in the marketplace, culture, and worker mindset in the last decade that combined make it possible now more than ever from business owners to achieve their vision and grow profitable, prosperous companies that serve a greater purpose. In the past, only large companies with staggering overheads had access to the professional caliber programs that gave them such an advantage in the competition for customers and employees. That’s not the case anymore.

Outsourcing part or all of different business functions has evolved to the point where in many cases it is not just a financial necessity, but a true strategic advantage to do so. And the best part is that because so many professionals are opting out of their corporate day jobs into a gig economy, companies no longer need to feel burdened with guilt about reducing their reliance on traditional employees. This allows small companies to retain their nimbleness, family feel, and flexibility without sacrificing strategic muscle.

Take Human Resources (please, ba dum dum). When I started my career a hundred years ago, an HR Department was like a right of passage for growing organizations. First you had an ‘admin’ do it, and then maybe an Office Manager, but when you grew up you got your very own HR Person. That’s when you’d learn all the things you were doing wrong hopefully in time to stop doing them and avoid fines and penalties. No longer would anyone scramble to complete 5500 audits (what?) or freak out when the DOL audit came (actually, you still need to freak out about that), or wonder if it was okay for an employee to see her file, and what should be in it anyway.

At some point, a company might even grow to the point where even the HR Person is hard-pressed to meet all the personnel needs. Once the growth engine is in high gear you suddenly have a whole new set of issues that you never had before. You’re bringing on more people than you can train the way you’re used to training. You have different compliance requirements. You are losing touch with your employees. You need more managers, and you need to make sure your managers are doing things legally and representing you the way you need to be represented. You might have a lot more revenue, but far less visibility into where it’s coming from or where it’s going and if all that revenue is getting billed for and collected in a timely manner.

At this point, in the past, the logical next step was to keep investing internally. You’d add to the HR team. Hopefully the HR Person was as good a leader as an administrator, and able to think strategically as well as tactically because now you’d like them to manage a team of people. Maybe you add a recruiter, maybe additional administrative support, possibly a trainer and if you were really progressive there would be some sort of performance management component in there. If you had an HR person who was not capable of transitioning from tactical to strategic it was probably a very painful transition. If you got a strategic HR person capable of overseeing that, you then had the issue of ensuring that the rest of your team had the capacity and bandwidth to support the strategic endeavors.

A lot of the times, the best case scenario was some stellar corporate goals and strategic plans that if you were lucky got mostly implemented before the next wave of growth or change happened and it was all hands on deck (or in the weeds, as the metaphor may be). And then when tides and revenue turned or the dust cleared, and you realized that the shrinking margins were not a blip but a trend and you had to start cutting overhead, the first to go was the ‘cost-centers’ of training and employee development.

Anyway, that was life, but not anymore.

Business process outsourcing just may be the not-so-secret weapon that allows smaller companies to take advantage of all the benefits of full scale support functions without the overhead, while allowing the service provider the benefit of working exclusively in their greatest talent while enjoying flexibility and variety. For quite some time now, businesses have had the option to outsource functions like payroll or HR paperwork administration. The playing field has expanded dramatically and is now exploding with opportunity!

I am fortunate enough to be networked with some amazing CFOs who offer their services to businesses who could never afford a six-figure Finance specialist, nor do they have a need of one full time, but who definitely need expert advice and counsel on a regular basis. I uncovered a similar need from an HR perspective in that businesses under 100 people don’t really need a high powered strategic HR leader on staff full time. But you better believe they need access to one. And they can also keep costs way down if they hire someone like me to set up their HR processes and then train someone on their staff to run things, knowing I’m available for tough questions.

And that’s just the tip of the iceberg! With an ever-growing demand to not only get more efficient and profitable but also to be a destination employer in a tough marketplace, companies need to have strategic workforce management plans in place to survive, let alone thrive. There are too many choices for both employees and for customers to not hit on all cylinders here. There’s a couple schools of thought on how best to accomplish this. Most commonly, I hear advice to outsource all the tactical and keep the strategic in house. I think that makes perfect sense in some cases, but probably not for smaller businesses.

What I’ve observed is that if you have less than 75 employees, hiring someone to do the strategic work is not as viable as it sounds. First, these people tend to be a lot more expensive. Second, and I speak from experience, is that if you bring in a strategic person when there is a lot of tactical work to be done, it’s going to be really hard to get people on board with why they’re there.

So how does outsourcing help? Again, I speak from experience. I have run OBM projects AND leadership training as both a consultant and as an employee and I can say hands down commitment to and compliance with the programs run much higher when they’re done from outside. Where this model as fallen short in the past (in my opinion) is the lack of customization and follow through that really drives success. I got more traction from my leadership training as an employee because I could talk to people more regularly and reinforce it, and also because I could tailor the training to the company and their issues specifically. When I work with companies on training, sometimes they’ll just ask for a canned “time management’ course and I’ll usually decline because I don’t think that brings the best value. Far more effective is something tailored to this group’s problems, even if takes a bit more time to prepare it

And don’t even get me started on recruiting! That is one of the best opportunities to outsource. I know of several companies that will outsource some or all of your hiring, allowing recruiting to be completely scaleable and flexible. And not only that, there are providers who will actually manage all your vendors, or even work internally to oversee interviewing and onboarding. This can make all the difference in providing a professional brand when recruiting to attract the best candidates.

There are so many options available now that it’s no so much a matter of if you should outsource, it’s where first. And no, it doesn’t mean you don’t need employees by any means, but it probably does mean your employees will be freed up to do the things they’re best at, and your outsource providers will similarly be doing the same. Like I said, win-win.

P.S. I’ve got a great list of providers for HR, Finance, Training, Purchasing, OD…the list goes on. Please reach out at any time for more information carrie@todaysleadershipsolutions.com

 

Carrie Maldonado is the founder of Today’s Leadership Solutions, a Seattle-based consulting firm providing comprehensive organizational development solutions for companies who are growing and who truly value their people.  With certified Executive Coaches, Organizational Behavior Management (OBM) practitioners, SPHR-certified HR professionals, and Organizational Development Specialists, Carrie’s team brings a unique perspective and a cross-functional approach to providing workplace solutions that work.  Carrie can be reached for consultation at carrie@todaysleadershipsolutions.com